1. What are your service hours?
2. Is C.P.Q. an equal opportunity employer?
3. What type of personnel does C.P.Q. handle?
4. Does C.P.Q. use independent contractors?
5. What are C.P.Q.'s minimum requirements before an employee is hired?
6. After an employee is hired by C.P.Q. are there any additional requirements?
7. Can a client review a C.P.Q.'s employee personal data before filling a need?
8. What holidays does C.P.Q. recognize?
9. If a C.P.Q employee works overtime, will I be billed overtime rates?
10. Can I get a certificate of insurance?
11. When will I be billed for the services rendered?
12. What if C.P.Q. cannot fill my order?
13. If I am unhappy with a C.P.Q. employee can I send that employee home?
14. Can I hire a C.P.Q. employee?
|Administrative Management||Assisted Living/Group Home|
|Ambulatory Surgical Centers||Billing/Insurance/Collections|
|Data Entry||Medical Laboratory|
|Medical Doctor's Offices||Radiology|
|Medical Records||Clinical/Didactic Instructors|
|Ambulatory Surgery||Cardiovascular||Coronary Care/Cath Lab|
|Clinical Instructors||Clinics||Correctional Care|
|Critical Care||Emergency Room||Floats|
|Geriatrics||GI Lab||Intensive Care|
|Labor & Delivery||Medical ICU||Medical Surgical|
|Neonatal ICU||Neuro ICU||Newborn Nursery|
|Pediatrics||Pediatric ICU||Progressive Care|
When it come to hiring a candidate, C.P.Q. Nurses, Inc. has in place a risk control procedure manual, (avoidance, prevention, and reduction of risk) that is strictly enforced. This way our clients can be assured that C.P.Q. Nurses, Inc. has done everything to assure the client that the candidate has no criminal record, a valid license, etc. that might affect the client's operation.
The following is a partial list of the minimum requirements that are followed before an employee is sent out on assignment.
|A Current CPR Card||Experience Skills List Per Their Classification|
|A Physical Examination||Test Per Their Classification|
|Chest X Ray or TB Test||Drug Tested (10 Panel)|
|Current Professional License (if Applicable||License Verification|
|Form W-4||Form I-9|
|Social Security Card Verification||Current Experience|
|MMR (vaccinations/titer)||Hepatitis B Declination|
|Completed Application||Signed Job Description|
|OIG||Criminal Background Check|
Some clients have special requirements that are not normally performed by C.P.Q. Nurses Inc. If this is the case, C.P.Q. Nurses Inc. would need a list of what is additionally required.
After a candidate is hired he or she is required to read all the company policies and procedures and any special procedures required by a client.
Here is a partial list of our reading orientation:
|Age-Specific Guidelines||Back Belt|
|Back/Body Mechanics||Client Requirements|
|Code Of Conduct||Company Policies And Procedures|
|Compliance With OSHA Regulations||Cultural Competencies|
|Customer Service||Fire, Electrical, and Patient Safety/Health Program|
|Infection Control/Universal Precautions||Organ Donation|
|Pain Management: Patient's Rights||Preventing Workplace Violence|
|Prevention Of Abuse and Neglect||Radiation|
|Restraint Protocol||Self Determination And Advance Directives|
|Sentinel Events||Violence in Work Place|
|New Year's Day||Memorial Day||July 4th|
|Labor Day||—||Thanksgiving Day|
|*Christmas Eve||Christmas Day||*New Year's Eve|
*Overtime on Christmas Eve and New Yearswill start at 3:00 PM on the 24th and 31st.
(If approved by facility)
Yes! All C.P.Q. Nurses, Inc. field employees required to work overtime necessitates the authorization of the client. Overtime is time worked over forty hours in a work week or twelve consecutive hours in a calendar day.
When a client requires a C.P.Q. Nurses, Inc. employee to work overtime, this will be billed and paid at time and a half or whatever is required by law for that state per classification and shift worked.
In the event a client does send a C.P.Q. Nurses, Inc. employee home for just cause, the client must notify C.P.Q. Nurses, Inc. of this action immediately. In such a case the client will be billed from the time the C.P.Q. Nurses, Inc. employee reported to work until the time the employee left assignment or a minimum of four (4) hours whichever is greater.
The customer or client may hire the C.P.Q. Nurses, Inc. employee without paying a fee after the employee has worked a total of one thousand and forty hours at the customer's or client's facility. During this period the employee will be an employee of C.P.Q. Nurses, Inc. and the customer or client will be billed an hourly rate for the services rendered by the employee.
If the customer or client hires the C.P.Q. Nurses, Inc. employee before he or she has completed one thousand and forty hours, the customer or client agrees to pay the liquidation fee set at that time.
Option 3 - LONG TERM ASSIGNMENT:
A long term assignment can be as short as thirteen (13) weeks to a maximum of twenty-six (26) weeks. The client is required to guarantee that they will work the C.P.Q. employee a minimum of thirty-six (36) hours a week.
This option gives the client the right to schedule the employee to work as needed.
In addition, once the C.P.Q. employee works a minimum of one thousand and forty hours for the client, the client has the right to hire that employee, without suffering any prorated buy-out amount.
Option 4 - DIRECT HIRE
The client gives C.P.Q. Nurses, Inc. a job description, job requirements, wage scale, benefit package, any bonus being offered, relocation package, any bonus being offered, and any other information being offered. The more information and benefits the better.
C.P.Q. Nurses, Inc. would then advertise and recruit for the candidate that best fits the requirements of the client.